Understanding Loden’s Diversity Wheel: A Framework for Promoting Inclusion and Equity

In today’s diverse and multicultural society, fostering inclusivity and equity is paramount. Loden’s Diversity Wheel is a powerful conceptual framework that provides a comprehensive understanding of diversity and guidance for fostering a more inclusive environment. Developed by Judy H. Katz and Thomas E. Loden Jr., the Diversity Wheel is a tool that helps individuals and organizations recognize and appreciate the complexities of diversity and actively work toward creating a culture that values and embraces differences. This article explores the key components of Loden’s Diversity Wheel and highlights its importance in promoting diversity, equity, and inclusion.

Understanding Loden’s Diversity Wheel

Loden’s Diversity Wheel includes three interrelated layers that together form a holistic approach to diversity:

Personality layer

The innermost layer of the Diversity Wheel focuses on individual characteristics, including age, gender, ethnicity, physical ability, and more. It recognizes that each person has unique characteristics that contribute to their identity and experiences. Recognizing and valuing these differences is essential to creating an inclusive environment that values and respects individual perspectives.

Internal dimension layer

The middle layer of the Diversity Wheel addresses the internal dimensions that shape an individual’s identity. These dimensions include factors such as education, income, work experience, religion, and sexual orientation. Understanding the internal dimensions helps to recognize the diverse backgrounds and life experiences that individuals bring to the table. By acknowledging and embracing these diverse experiences, organizations can tap into a wealth of perspectives and foster a culture of inclusivity.

Outer Dimension Layer

The outermost layer of the Diversity Wheel focuses on the external dimensions that influence an individual’s experience, such as organizational culture, family status, geographic location, and socioeconomic status. This layer emphasizes the impact of external factors on an individual’s opportunities and challenges. By considering these external dimensions, organizations can identify and address systemic barriers to ensure that all individuals have equal access to resources and opportunities.

Meaning and Application

Loden’s Diversity Wheel is a valuable tool for organizations and individuals seeking to create inclusive and equitable spaces. By understanding the various levels and dimensions of diversity, organizations can develop strategies and policies that promote inclusivity and foster a sense of belonging for all individuals. It encourages organizations to actively engage in diversity and inclusion initiatives such as diverse hiring practices, employee training programs, and the creation of safe spaces for dialogue and understanding.

In addition, the Diversity Wheel encourages individuals to reflect on their own biases, assumptions, and privileges, allowing for personal growth and development. By embracing the principles of the Diversity Wheel, individuals can challenge stereotypes, become more empathetic, and contribute to a more inclusive society.


Loden’s Diversity Wheel provides a comprehensive framework for understanding and embracing diversity in all its forms. By recognizing and valuing the different levels and dimensions of diversity, organizations can create inclusive environments that celebrate differences, foster collaboration, and drive innovation. In addition, individuals can use the Diversity Wheel to reflect on their own biases and work toward personal growth and understanding. By harnessing the power of Loden’s Diversity Wheel, we can pave the way for a more equitable and inclusive future.


What is Loden’s diversity wheel?

Loden’s Diversity Wheel is a model developed by Marilyn Loden and Judy Rosener in 1990 to facilitate conversations about similarities and differences across social and cultural boundaries. The model consists of four levels of diversity: Internal (personality), External (physical characteristics), Organizational (social identity and relationships), and Worldview (values and beliefs). The wheel also includes three types of diversity: Demographic (gender, race, sexual orientation, etc.), Experiential (affinities, hobbies, abilities), and Experiential (the different things we experience in our lives). The Diversity Wheel is used to help people and organizations think about values, beliefs, and dimensions of identity. It can also be used to stimulate conversations about inclusion in society and to ensure that no group feels excluded.

In the original model, Loden presented six primary dimensions that help shape our basic self-image and our worldviews: age, ethnicity, gender, physical abilities/qualities, race, and sexual orientation.

What is the use of Loden’s diversity wheel?

Loden’s Diversity Wheel is a model that helps individuals understand and explore the various dimensions of diversity in organizations. The Diversity Wheel was created by Dr. Marilyn Loden, a diversity and inclusion expert, and has been widely used by organizations as a tool for building more inclusive workplaces.

The Diversity Wheel includes eight dimensions of diversity, which are:

  • Age: Refers to the differences in age and life experiences among individuals.
  • Gender: Refers to the differences between men and women, including gender identity and expression.
  • Race: Refers to the differences in racial and ethnic backgrounds among individuals.
  • Ethnicity: Refers to the differences in cultural backgrounds and traditions among individuals.
  • Sexual orientation: Refers to the differences in sexual orientation and identity among individuals.
  • Physical and mental abilities: Refers to the differences in physical and mental abilities among individuals.
  • Religion: Refers to the differences in religious beliefs and practices among individuals.
  • Socio-economic status: Refers to the differences in social and economic backgrounds among individuals.

The Diversity Wheel can be used as a tool for exploring and understanding the various dimensions of diversity, as well as the intersections between these dimensions. By using the Diversity Wheel, organizations can develop strategies for building more inclusive workplaces that value and respect the differences among individuals, and leverage the strengths that diversity brings to the organization.

What is the diversity wheel?

The Diversity Wheel is a tool to help organizations and communities understand and promote inclusivity. It is a visual representation of the concepts of diversity and inclusion and can be used to facilitate conversations and identify areas for improvement. The wheel has eight spokes, each representing an aspect of diversity and inclusion. These spokes are: Age, Gender Identity & Expression, Race & Ethnicity, Sexual Orientation & Identity, Religion, Ability, Socio-Economic Status, and National Origin. The wheel also includes diagrams that illustrate power dynamics, the importance of intersectionality, and strategies for creating an inclusive environment. By understanding the Diversity Wheel, organizations and communities are better equipped to understand the complexities of identity and create an environment that is welcoming and accepting of all.

What is Loden and rosener diversity wheel?

In 1990, Marilyn Loden and Judy Rosener developed a framework for thinking about the different dimensions of diversity within individuals and institutions.

Why is understanding diversity important?

Diversity enhances creativity. It encourages the search for novel information and perspectives, leading to better decision making and problem solving. Diversity can improve the bottom line of companies and lead to unfettered discoveries and breakthrough innovations.

What is the 4 layers of diversity?

There are generally four different types of diversity: internal, external, organizational, and worldview—and you should aim to understand and represent them all.

What are the three types of diversity?

Affinity bonds us to people with whom we share some of our likes and dislikes, building emotional communities. Experiential diversity influences we might call identities of growth. Cognitive diversity makes us look for other minds to complement our thinking: what we might call identities of aspiration.

What are the three 3 dimensions of diversity?

Diversity can be catagorised into three dimensions: primary, secondary and tertiary dimensions.

What are the five most common areas of diversity?

We’re focusing here on the five most common areas of diversity that companies identify.

  1. Cultural Diversity. The modern working world has been defined by one central phrase: culture fit.
  2. Racial Diversity.
  3. Gender Diversity.
  4. Physical Disabilities.
  5. Diversity in Interests.


Who developed the four layers of diversity model?

According to the 4 Layers of Diversity model created by Gardenswartz and Rowe (2003), social origin does not belong to the so-called internal dimensions of diversity. However, it constitutes an important element of the understanding of diversity held by the University of Vienna.

What are the two dimensions of diversity?

Dimensions of diversity can be broken down into two categories – primary dimensions, which can’t be changed, and secondary dimensions, which we have some control over.

What are the dimensions of diversity?

The dimensions of diversity include gender, religious beliefs, race, martial status, ethnicity, parental status, age, education, physical and mental ability, income, sexual orientation, occupation, language, geographic location, and many more components.

What are different types of diversity?

Here’s a breakdown of these forms of diversity:

  • Cultural diversity. This type of diversity is related to each person’s ethnicity and it’s usually the set of norms we get from the society we were raised in or our family’s values.
  • Race diversity.
  • Religious diversity.
  • Age diversity.
  • Sex / Gender / Sexual orientation.
  • Disability.


What is diversity with example?

Diversity is defined as the condition of having many different elements. An example of diversity is a classroom full of children of different backgrounds. noun.

What is a good example of diversity?

What are the five most common areas of diversity?

We’re focusing here on the five most common areas of diversity that companies identify.

  1. Cultural Diversity. The modern working world has been defined by one central phrase: culture fit. …
  2. Racial Diversity. …
  3. Gender Diversity. …
  4. Physical Disabilities. …
  5. Diversity in Interests.


How do you respect diversity in a school or work environment?

How to respect diversity in a school or work environment

  1. Accept people’s differences but find common ground. …
  2. Learn something new from people that are different to you, don’t shut it down. …
  3. Make sure you give everyone a chance to have an opinion. …
  4. Avoid using stereotypes and recognise and address your own bias.

What is ability diversity?

Ability diversity – Ability diversity refers to varying abilities and disabilities. Differences in cognitive, social-emotional, and physical abilities add to the layers of ability diversity. Children with disabilities may need more individualized and intensive instruction and care.

What is ability and disability as a dimension of diversity?

Lesson Summary

Ability is the resources to perform well at something, while disability is the limits or challenges a person faces. Having a variety of talents and limits in a workforce is called ability and disability diversity.

Why is it important to recognize disability as diversity?

Disability should be seen as an aspect of human diversity; because of the high incidence of disability in the population, the perspectives and voices of people with disabilities should be valued within all spaces. As we continue to strive towards social justice, disability demands to be included in those conversations.

What is the diversity model of disability?

Diversity Model of Disability

Disability as Human Variation, an alternative model intended to focus attention on how society’s systems respond to variation introduced by disability (Scotch and Shriner 1997).